Who Should You Hire? Vet Employees By Doing These Three Things

Who Should You Hire? Vet Employees By Doing These Three Things

When it’s time to select someone for a position, employers face a daunting task. They must sift through applications and resumes as well as handle interviews. Much of the time, this process relies on intuition and trust, hoping that what paper and meetings reveal is true. Is there a better way to know if someone is the right fit? Management should take extra steps to see if someone qualifies for the job. Here are 4 absolutely musts.

Contact Previous Employers

While tempting to peruse the applicants’ resume and contacts briefly, this step isn’t one to gloss over. A great deal can be gleaned from contacting former employers. Pick up the phone, or shoot an e-mail over asking some significant questions. The following are a few helpful sample inquires:

  • How did this staff member get along with others?
  • Is this person a strong leader or a team player?
  • Did you experience any major issues or concerns with him or her?
  • What led to the person’s dismissal?
  • What is the employee’s strength?
  • What did you find were weaknesses with this person?

Don’t overload with questions. Select one or two to get a better understanding of background and personality.

Complete Screening Assessments

Outside companies assist in evaluating candidates, examining personal health, drug use and employee records. Use occupational health screenings to see if your star applicant has the physical stamina to handle the workload. Also, these tests often involve flagging any criminal activity or drug use that might interfere with performance.

Internet assessment may be used to validate information on the resume. Address any discrepancies as soon as possible. Honesty and integrity are vital to a strong work relationship.

Get a Dose of Workmanship

After a formal interview, request that your top candidates assist with a project or brainstorm meeting. During this time, watch how he or she interacts with others and what concepts are tossed out. This form of review permits more understanding of how he or she may fit into a position.

Ask for Group Input

Don’t leave the decision to one person. Your recruit has to collaborate and communicate with several people. Ask other management partners to listen to the interviews and trial project. Gather their intake on how well this person suits the business and what he or she may contribute.

Personal vibe and fit are crucial. The candidate might have some good ideas, but too much friction could disrupt group flow.

Some people have perfected the interview process, dressing the part and speaking just right. This performance doesn’t mean the applicant is the best for your business. Instead, check up on what is said and see this person in action.

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